1. TALENT MANAGEMENT &
RETENTION SERVICES FOR
[CLIENT]
NOVEMBER 2000
MANAGING THE human SIDE OF CHANGE © RIGHTD&A

2. Business Scope
EVOLUTION OF ORGANISATIONAL CONSULTING
Career Career Organisationa
Management Growth l Consulting
OPC Consulting (RMC)
Programs
(D&A) (RightD&A)
1983+ 1997+ 2000+
2

3. RightD&A’s Business Services
- Talent Management &
ORGANISATIO Retention
NAL
CONSULTING - Strategic Leadership
Effectiveness
- Organisational Performance
RIGHTD MANAGING THE human SIDE OF CHANGE
&A
CAREER
TRANSITION
- Planning/Coaching
SERVICES
- Outplacement Programs
- Corporate Re-building 3

4. Organisational Consulting Differentiators
1. Accumulated Experience in Organisational Dynamics over 17 years
enabling:
– Pragmatic human solutions using a combination of profiling tools and
corporate experience
– Established reputation in 1:1 counselling/coaching as well as facilitation
skills
– Expertise in interpreting executive and corporate behaviour patterns and
in developing action plans for improvement
2. Global and Regional Capabilities:
– Access to world best practice in Human Resources via Right
Management and our licensing agreements with research consultants
– Global/regional network of offices
– Consultants with both regional and global experience
3. Client Responsiveness
– Custom-built solutions based on proven methodologies 4

5. Organisational Consulting - at a glance
Helping clients to optimise individual productivity with:
a) Executive Coaching for performance improvement and
Talent
retention
Management b) Personal Career Programs to achieve a better match
& Retention between individual talent and corporate need
c) Career Development Workshops to forge individual/organisational
commitment through career self-development
d) Coaching and Mentoring Skills training for managers
Strategic Helping clients to achieve/maintain market leadership by:
a) Matching leadership profile to business strategy
Leadership b) Change Leadership - coaching individual leaders to be better
Effectiveness change agents
c) Influencing Skills - developing employee commitment
Helping clients to achieve improved organisational performance by:
Organisation a) developing an effective work culture
al b) improving performance management
c) developing high performance teams
Performance d) providing advice on merger/acquisition processes
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6. Talent Management & Retention
Challenges with which we could help:
1. “We want to help our key staff to keep on growing in their jobs”
2. “We need to do a better job at preparing people for promotion/increased
responsibilities”
3. “We have a high potential manager who has one major problem…”
4. “We are having trouble retaining key staff”
5. “Recent changes in our organisation have unsettled our employees and
made them question their future with the organisation. Morale is low”
6. “Our Managers need to develop their skills in mentoring and performance
feedback”
7. “We want to encourage our employees to take responsibility for their own
careers “
8. “Since the last re-structure, we are having difficulty in fitting square pegs in
round holes”
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7. Critical Factors for Coaching Success - 7 C’s
 Coachable - Will one-to-one coaching provide best results; are individuals likely to
respond?
 Chemistry - Does right relationship/chemistry exist between individual and coach?
 Clarity - Are objectives, expectations and measures clear to all involved?
 Context - Does the coach understand issues in context of organisational culture and
goals?
 Commitment - Does the organisation support individuals; are individuals willing to
change?
 Confidentiality - Are clear rules of engagement agreed by all involved?
 Course of action - Will an action plan be developed to force focus and goal
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8. Executive Coaching - the RightD&A Approach
 RightD&A has a team of executive coaches with a wide range of
experience and skills
 We can provide stand alone Executive Coaching or it can be part of
a Strategic Leadership Development exercise
 Each program is individually tailored to suit each situation and each
Executive
 We can use an organisation’s own assessment process where
appropriate eg 360 etc, or use our own
 The diagram that follows is an example of one approach:
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9. Executive Coaching
Key Modules
1 2 3 4 5
Personalised Personal Info. Development Communication Ongoing
Program Building al Action Plan to Client Coaching and
Design Blocks Re-Test
Possible Assessment Options
– Clarify issues – Career Analysis & Review – Define personal – Evaluate plan – Review progress (at
– Define objectives – Various behavioural profilinggoals – Agree relevance of
regular intervals)
tools – Identify gaps objectives – Discuss obstacles
– Design program/process
– Structured Interviews – Schedule initiatives – Enlist support of – Provide further
– Agree deadlines
–Work Observations manager/HR coaching
– Develop measures
– Agree resourcing
– Agree future check points – Re-test on some
– Establish action plan
– Agree feedback procedures profiling tools
– Appointment of internal
Sample Objectives mentor (where appropriate) – Agree closure
– Developmental
– Situational
– Remedial
– Retention 9

10. Personal Career Programs
Overview
Purpose of Programs
- To assist executives to resolve career issues and to manage their careers
proactively
- To assist in the alignment of individual talent and corporate need
Structure of Programs
- One-to-one career consulting, typically involving four or five modules
Client Goals
- Executives and managers who can make better informed career decisions
- Executives and managers with goals more clearly aligned to business strategy
(better job fit)
- Active demonstration of organisation’s commitment to career planning and individual
development
- Retention/motivation strategy
Expected Participant Outcomes
- Enhanced self awareness
- Better understanding of own potential and limitations 10

11. Personal Career Programs
Module Module Module Module Module
One Two Three Four Five
Per sonal Career
Per sonalised Per sonal
Informatio Directions Follow Up
Pr ogr am Scenar io
n Building Development Coaching
Design A nalysis
Blocks
To be selected from:
• Clarification of Objectives Career Analysis and Review Career Directions Evaluation Overall Career Options
• • • As agreed with client
• Program Design •Birkman Profile Job Target Preferences
• •
Employer Review
• Deadlines/Resourcing Campbell Interest & Skills
• Personal Life Goals
• Career Strategy Map
•
Survey
•Gap Analysis Developmental Action Plan
•
Personal Directions Analysis
•
Prioritisation of Issues
• Follow Up Coaching
•
Leadership Effectiveness
•
Analysis (360) Expert Follow Up/Input
•
•Partner Input • Synthesis
•CSI Tools
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12. Strategic Leadership Effectiveness
Challenges with which we could help
1. “We need to create a Leadership Profile which will enable us to deliver our
future business strategy”
2. “We need to communicate our Top Team vision down the line more
effectively”
3. “We need to custom-build our leadership development initiatives - both to
the company need and the individual need”
4. “We need to measure the effectiveness of our leadership development”
5. “We need to help our leaders to become better change agents and
catalysts”
6. “We need to develop a process which links together our people
development initiatives”
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13. Strategic Leadership Development Program
Overview
Purpose of Program
To integrate leadership development initiatives with business strategy by:
- clearly defining key leadership behaviours required by the organisation
- assessing individual leadership potential to deliver on the organisation’s objectives
Structure of Programs
- Comprehensive process involving team workshops and individual coaching over a period of
one year
Organisational Goals
- To create a method of communicating the Top Team’s vision of the required leadership
behaviours
- To custom-build individual coaching to specific areas of personal need within the framework of
agreed corporate priorities
- To create individual action plans for targeted behavioural change which are specific, time-
bound and measurable
- To provide a basis for measuring the success of leadership development initiatives
Expected Participant Outcomes
- Better understanding of personal leadership profile and gaps relative to desired profile
- Clear action plans to close any gaps 13

14. Strategic Leadership Development Model
Identifying the key leadership
characteristics required to deliver the
business strategy. This profile:
• is uniq ue to y o ur o rg a nis a tio n
• p ro vid e s a be nc hm a rk
STAGE 1
Create Leadership
Profile
Retest using the 360° Measuring your leaders and
STAGE 5 STAGE 2 future leaders against this
questionnaire to measure the
Re-assessment Leadership benchmark using a 360°
effectiveness of the
Analysis questionnaire
behavioural change in aligning
Leadership with the Business
Strategy
STAGE 4 STAGE 3
Developmental Needs Analysis
Action Plans
Providing executive coaching to Identifying the development
individuals whilst they implement needs for each individual
their development plans (Typically leader and creating a tailored
9 - 12 months) development plan
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